Training for Disabled Employees

All disabled people by law have the same access rights to a company’s training programs as do any other individual. It is down to your employer to make sure that you are not stopped from taking part in these training courses just because of your disability. As such the employer should take certain considerations into account when organising training events. They should be sure that:

• They provide adequate training for any special equipment that is to be used in the workplace.
• If the disabled person is limited to the number of hours they can attend a training course then training should be given over an extended course.
• Re-train employees that have become disabled since taking the job to enable them to remain in their current position.
• Have sign language interpreters available if needed and provide material in different formats.
• Be aware of problems with locations of the training course, for example does it have wheelchair accessibility.

The disability act in the workplace must be taken seriously by your employer and the employer has to make sure that they:

• Make sure that any other staff fully understand the policy towards disabled people and their rights in the workplace.
• Carry out any obligations in the training to make adjustments for disabled employees.
• Set standards within the organisation or workplace by giving examples of good practise.
• Provide accessibility to services for disabled people.
• Make sure all staff who come into contact with the public have disability equality training.

Workplace Disability While Employed

If you are currently working and become disabled for any reason then you have certain rights and your employer will probably keep you in your position but your employer also has to consider the responsibility of the employment arrangements or any features of the workplace that might now put you at a disadvantage because of your disability.

If there are problems then it is your employer’s duty to make reasonable adjustments to the working environment. The disability discrimination act states that it would be within reason for your employer to spend at least as much money on making changes to the working environment as it would cost them to recruit and train a replacement.

Making Workplace Disability Adjustments

Simple and often effective adjustments could include:

• Offering a staggered return to work policy.
• Allocating some of the duties you would find hard to other employees.
• Providing practical aids and tools to help you.
• Moving workstations if you need more room say for wheelchair access.

There is absolutely nothing to be ashamed about about being a disabled employee in the workplace. If your employer makes no provisions for your disability, it is important than you have a chat with them about the possibilities and if they are unwilling to make any adjustment for your disability in the workplace, then you can always seek legal action as well.

Disabled workers share the same employment rights as any other worker but there are also special rights under the disability discrimination act, it against the law for any employer to treat a disabled person any differently for a reason that is related to there disability unless there actions can be reasonably justified. The disability discrimination act covers:

* Interviews.

* Application forms.

* Job offers.

* Terms of employment.

* Promotion.

* Training and transfers.

* Access to refreshment or recreation facilities.

* Dismissal.

* Redundancy.

Making reasonable adjustments in the workplace

Under the disability discrimination act the law states that your employer has a duty to consider making changes that are considered reasonable to ensure the disabled person is not put at a disadvantage due to physical features or arrangement in the workplace.

Some of the adjustments that your employer should consider after talking with the disabled person could be:

* Making adjustments to the place you work.

* Provide suitable training or re-training.

* Providing you with modified equipment.

* Making instructions and manuals more accessible.

* Providing an interpreter or reader.

* Allowing flexibility in your work hours.

Important points to consider

Both the employer and the disabled person should work together in deciding what would actually be beneficial in making reasonable adjustments in the workplace; it might also help if your employer spoke with someone who knows about work related help issues for disabled people.

The disability rights commission is on hand to provide both the disabled person and the employer with help regarding whether an adjustment to the workplace would be reasonable or not. Some issues regarding this and what both of you should consider are:

* How effective would the adjustment be.

* Will it reduce the disadvantage significantly or only slightly.

* Would the adjustment cause too much of a disturbance in the workplace.

* Will it help other people in the working environment.

* Is the cost prohibitive.

* Would the adjustment be practical.

Your employer should also be aware that he/she may be able to get grants for assistance in paying towards the cost of any reasonable adjustments that have to be made in the workplace under schemes such as the access to work programme in the United Kingdom and similar projects exist in different countries under slightly different names.

The Access to Work Programme

The access to work programme works with both the employer and the disabled person in finding a solution to problems caused in the workplace caused by practical obstacles.

They can help with such things as special equipment and also give help to the employer for financial costs with such things as making reasonable adjustments within the workplace to accommodate the disabled person within the working environment. It can also help the disabled person with travel costs if they are unable to use public transport.

Filed under: Disabled Employment Rights